Professional Documents
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a simple one to answer. Ask the question to a variety of entrepreneurs, CEOs, and HR
professionals and youre likely to get a variety of answers. For instance, many experts
will tell you that the number of employees in a company is the determining factor. A lot
of companies with total employees under 20 assume that they dont need an HR
department. But size isnt the only issue to think about. Other considerations include:
The scope of HR services needed.
Whether requirements are limited to transactional services.
Are strategic services mandatory?
Will the departments operate as a cost or profit center?
Apparently, since every organization needs employees to work and labor to carry out
the technical side of a business, it is important for the organization to have a certain
section which looks after the training, development, welfare, association and
involvement of the employees within the organization.
The point to be noted here is that employees do not work in an organization just for their
salaries. They also expect more out of the organization just as they are willing to deliver
more on the organizations request.
This is where the part of compensating and rewarding the employees comes into a
prominent role. The idea first originated in ancient Rome where workers were often
rewarded for a days good labor or were provided with medicine or rich food for his
entire family. That is one of the reasons that made the Roman Empire peaceful as it
never had to deal with any internal problems. It is pretty logical for an organization to
offer compensation and other facilities to retain its employee. It also is important for
better productivity as the employee will work efficiently only if he is provided with a
comfortable environment.
Therefore one can say that apart from ll the other work that a manager performs,
keeping the employee satisfied is also important. Now we will take a deep look as to
what are the different ways an employee can be facilitated and we will also try to
analyze these functions on the basis of psychology, science and social cause.
COMPENSATION MANAGEMENT
Compensation Management is an organized practice that involves balancing the workemployee relation by providing monetary and non-monetary benefits to employees.
Compensation includes payments such as bonuses, profit sharing, overtime pay,
recognition rewards and sales commission. Compensation can also include nonmonetary perks such as a company-paid car, company-paid housing and stock options.
Compensation is an integral part of human resource management which helps in
motivating the employees and improving organizational effectiveness.
It tries to give proper return to the workers for their contributions to the
organization.
It forms a basis of happiness and satisfaction for the workforce that minimizes
the labor turnover and confers a stable organization.
It augments the job evaluation process which in turn helps in setting up the more
realistic and achievable standards.
It is designed to comply with the various labour acts and therefore does not result
in disputes between the employee union and the management. This builds up a
peaceful relationship between the employer and the employees.
Types of Compensations
Components of Compensation
Wages and Salary: Wages represent hourly rates of pay, and salary refers to the
monthly rate of pay, irrespective of the number of hours put in by an employee.
These are subject to annual increments.
Wage curves
Drawn by plotting job evaluation data (such as job points or grades)
against pay rates (actual or from survey data).
Indicate whether the pay structure is logical.
Wage structure
Although expensive, there are many intrinsic benefits to providing your employees with
a comprehensive benefit plan. For most, it is the ability to find and keep highly qualified
staff that is the key driver. With the sector being highly competitive and the number of
new employees entering the workforce dwindling, employers are challenged to become
even more creative and responsive in the design, timing and generosity of their benefit
plans. The more progressive the organization, the more flexible the structure is in
response to todays challenges: i.e. like having four different generations of employees
working side by side. Employers who continue to provide the more traditional and
limited program, may find it more difficult to find and keep different types of employees.
Here are just a few of the advantages of offering benefits to your employees:
For employers:
For employees: